川西北高原藏区农村贫困化分异机制探测

[目的]客观揭示农村贫困化地域分异机制,为科学推进川西北高原藏区精准扶贫创新途径、综合战略和认真贯彻落实中央治藏方略提供参考依据。[方法]应用地理探测器模型、GIS空间分析与地统计方法等方法,探测川西北高原藏区贫困村单位面积GDP分异的主导因素,揭示农村贫困化分异机制,提出不同贫困化地域类型的扶贫政策措施。[结果]影响川西北高原藏区农村贫困化分异的主导因素包括到主要交通道路距离、归一化植被指数(NDVI)、土地利用、年均温度和海拔高程等,各因素对贫困村经济发展分异的解释力分别为80. 76%、12. 82%、8. 82%、5. 45%和3. 96%;贫困村经济发展贫困化的分异机制存在明显差异,可归纳为交通区位约束型、自然环境约束型和经济区位约束型等三大类型;农村贫困化驱动机制下的贫困村精准扶贫政策措施亟需因地制宜、科学推进、讲求实效,有序推进精准扶贫战略。[结论]精准扶贫应分类指导、重点突破,尤其加强贫困村交通、水利、公共基础设施建设和特色农牧业产业培植,注重多种扶贫模式的综合集成。     

Are you really doing good things in your boss's eyes? Interactive effects of employee innovative work behavior and leader–member exchange on supervisory performance ratings

Organizations increasingly depend on employee efforts to innovate. However, the quality of relationships between leaders and employees may affect the recognition that employees receive for their innovative work behaviors. Drawing from a social cognition perspective, we tested a model in which leader–member exchange (LMX) moderates the impact of employee innovative work behavior on supervisory ratings of employee performance. Results from two multisource studies combining self, colleague, and supervisor ratings consistently showed that employees receive more favorable performance ratings by engaging in innovative work behavior when they have high‐quality LMX relationships. Moreover, we found that this interactive relationship was mediated by leader perceptions of innovative employee efforts, providing support for a moderated mediation model. Implications for the literatures on performance appraisal, LMX, and innovation are discussed.     

The cross‐cultural study of LMX and individual employee voice: The moderating role of conflict avoidance

This article examines the role of national culture, measured by conflict avoidance, on the relationship between leader–member exchange (LMX) and individual employee voice. Using data collected from automotive industry employees in the United States and Korea, the findings show that conflict avoidance is negatively related to employee voice and also moderates the relationship between LMX and employee voice in the Korean sample. In particular, the relationship between LMX and voice becomes less positive when conflict avoidance is high. On the other hand, conflict avoidance does not have a direct effect on employee voice as well as an interactive effect with LMX on employee voice in the U.S. sample. This study, therefore, highlights the importance of the national culture in the comparative study of employee voice.     

Factor Heterogeneity,Factor Market Imperfection and Trade

This paper develops a tractable model of examining how factor heterogeneity and imperfect factor market interact for determining a pattern of trade. Institution plays a crucial role for the interaction. In my work, firm productivity is defined as a composition of factor productivity and technology. Thus, input selection should affect the pattern of Melitz’s intra-industry allocation due to the incurring transaction cost. For a simple model, I assume two factors (labor and capital) and two sectors, which are relatively less institution-dependent and relatively more institution-dependent. When the economy is open, effect of the transaction cost on income distribution is more drastic for an institutionally underdeveloped country. Depending on institutional quality, the economic openness reallocates resource across countries through job creation or job destruction. The job turnovers redistribute income between heterogeneous labors within countries. The income redistribution is catalyzed by international mobility of capital. As a result, income disparity is widened between the institutionally developed country and the institutionally underdeveloped country. This paper can contribute to the literature of institution and international trade.     

Corrigendum to “Characterization of the asymptotic distribution of semiparametric M-estimators” [J. Econometrics 159 (2) (2010) 252–266]

This note provides correction to Ichimura and Lee (2010).     

Measuring Inflation Anchoring and Uncertainty: A U.S. and Euro Area Comparison

We use several U.S. and euro‐area surveys of professional forecasters to estimate a dynamic factor model of inflation featuring time‐varying uncertainty. We obtain survey‐consistent distributions of future inflation at any horizon, both in the U.S. and the euro area. Equipped with this model, we propose a novel measure of the anchoring of inflation expectations that accounts for inflation uncertainty. Our results suggest that following the Great Recession, inflation anchoring improved in the United States, while mild de‐anchoring occurred in the euro area. As of our sample end, both areas appear to be almost equally anchored.     

Investor behaviour and reaching for yield: Evidence from the sterling corporate bond market

We provide evidence on how corporate bond investors react to a change in yields, and how this behaviour differs in times of market‐wide stress. We also investigate ‘reaching for yield’ across investor types, as well as providing insights into the structure of the corporate bond market. Using proprietary sterling corporate bond transaction data, we show that insurance companies, hedge funds and asset managers are typically net buyers when corporate bond yields rise. Dealer banks clear the market by being net sellers. However, we find evidence for this behaviour reversing in times of stress for some investors. During the 2013 ‘taper tantrum’, asset managers were net sellers of corporate bonds in response to a sharp rise in yields, potentially amplifying price changes. At the same time, dealer banks were net buyers. Finally, we provide evidence that insurers, hedge funds and asset managers tilt their portfolios towards higher risk bonds, consistent with ‘reaching for yield’ behaviour.     

Unfolding the impact of leadership and management on sustainability performance: Green and lean practices and guanxi as the dual mediators

This study aims to empirically evaluate the predictors that influence sustainability performance among manufacturing firms. Leadership and management, green and lean practices, and guanxi were examined to determine whether these predictors are directly and/or indirectly affecting sustainability performance; 160 valid responses were collected and partial-least-squares-structural-equation-modeling (PLS-SEM) was used to analyze the data. The results showed that leadership and management positively influenced green and lean practices and green and lean practices positively influenced sustainability performance. Leadership and management also positively influenced guanxi. Interestingly, leadership and management and guanxi do not exert a significant direct influence on sustainability performance. The findings contributed to the development of the resource-based-view theory further by empirically exploring the significance of leadership and management coupled with green and lean practices as competencies and capability to drive sustainability performance. The testing of the dual mediators' effects further added value to this study.     

高管校友关系与业绩预测披露行为

本文考察高管对个人社会关系的依赖是否对上市公司的信息环境产生冲击;具体的,本文系统论证了高管校友关系和上市公司信息披露的重要载体—管理层业绩预测之间的关系.结果显示,当公司与其供应商的高管之间存在校友关系或校友关系更广泛时,公司发布管理层业绩预测的概率和频数均显著下降,即高管校友一定程度上取代了业绩预测,成为了供应链上的信息流通渠道.进一步分析显示,当公司的私有信息成本较高或经营环境更不确定时,校友关系对业绩预测的替代作用更强;而当供应商议价能力较强时,这种替代作用显著下降.此外,本文发现高管校友关系也显著降低了业绩预测发布的自愿性和及时性.最后,本文发现校友关系引起的业绩预测披露减少,削弱了外部信息使用者获取公司层面信息的程度,表现为股价同步性和分析师预测分歧度加大.本文结果表明,高管对个人社会关系的依赖降低了上市公司的信息环境质量,可能使中小投资者处于更弱势的地位,一定程度上损害了市场公平性.本文将个人社会关系的经济影响拓展到信息环境领域,为社会关系如何影响公开信息披露行为提供了新的经验证据.     

Close relationship with the supervisor may impede employee creativity by suppressing vertical task conflict

Leader‐member exchange as a form of supportive leadership is expected to foster employee creativity. However, empirical evidence suggested this relationship is complex. This study attempts to address this complexity by proposing and testing a curvilinear mechanism, which attenuates the overall positive effect of LMX on creativity by transmitting a curvilinear indirect effect via vertical task conflict. Results drawn from a sample of 276 supervisor–subordinate dyads provided support for the hypothesized curvilinear indirect effect. Specifically, LMX was found to negatively influence employee creativity by suppressing vertical task conflict for subordinates in high‐quality LMX relationships, while the indirect effect was not significant for subordinates in low‐quality LMX relationships.